A Ram store is a work-truck store. One service drive pays flat-rate flag hours in the gas bays and hourly, overtime-eligible time in the heavy-duty Cummins diesel bay; a diesel powertrain warranty outlives the gas coverage by years, so warranty flag hours pile up long after a gas truck is out of coverage; and a commercial sales desk moves fleet units on flats and minis because the gross is too thin for a retail percentage. Most payroll systems assume one flat rate and one commission plan, so the office ends up carrying the difference by hand — the diesel timecards, the warranty true-ups, the fleet flats. WageTime was built for the work-truck store: two service pay models, the diesel warranty tail, the commercial desk, and the upfit-and-delivery lane, all on a single run across every EIN in the group.
WageTime serves independently owned and operated dealerships. WageTime is not affiliated with, endorsed by, or sponsored by Stellantis, FCA US LLC, Ram, Dodge, Chrysler, Jeep, Mopar, Cummins, or any manufacturer. All trademarks belong to their respective owners.
A Ram rooftop pays nothing like a retail SUV store. Each item below is either an afternoon of the office manager’s time at close or a quiet liability that compounds while nobody has the hours to check it.
Heavy-duty Cummins work doesn’t fit book time cleanly, so many stores pay the diesel bay hourly with overtime while the gas bays stay on flat-rate flag hours. One service department, two pay models — and generic payroll wants to run every tech on one.
The 6.7L Cummins carries a powertrain warranty that runs for years past the gas basic coverage. So diesel warranty flag hours keep landing long after a gas truck would be customer-pay — and the warranty side of the flat-rate true-up never goes quiet on the diesel side.
The CP4 high-pressure-fuel-pump recall is a hardware job, not a flash, and it lands on the handful of diesel-capable techs. A campaign like that concentrates a wave of warranty flag hours on specific people — and the office has to route and pay it right.
Fleet and commercial trucks carry thin gross, so the desk pays a flat per-unit or a mini, not 20–30% of front-end gross. The commercial plan and the retail plan settle in the same close — one on percentage, one on flats — and the spreadsheet keeps both by hand.
A manufacturer On The Job upfit or graphics allowance passes through the deal, but it isn’t front-end retail gross. Drop it into the commissionable base by accident and every commercial salesperson is overpaid — catch it by hand every month, or don’t.
ProMaster and chassis-cab units go out through upfitters and courtesy delivery. The prep, the commercial PDI, and the drive-away are real labor — flat fees, hourly, sometimes a 1099 driver — that lives outside the retail commission close and gets paid late, if it gets tracked at all.
The four screens below run on sample store data. The allowance handling rides inside the commercial-desk screen; the recall routing and the 1099 delivery classification get straight answers in the FAQ.
WageTime runs two technician pay models side by side in one service department — flat-rate flag hours for the gas and light-duty bays, and hourly, overtime-eligible pay for the heavy-duty Cummins diesel bay — without a second payroll. Heavy-duty diesel work carries a skill premium and often doesn’t fit book time, so many Ram stores put the diesel bay on the clock while the gas techs flag flat rate under the dealer overtime exemption; the two need different overtime and regular-rate math on the same run. WageTime also binds rates to certifications with effective dates, so a diesel tech can carry a Cummins CMI-cert-tied rate alongside the standard ASE rates the rest of the shop runs on — level up, and the new rate starts on the right day. We import clock and flag hours so there’s no double entry, whichever way a tech is paid.
| Tech | Bay | Pay model | Cert → rate | Status |
|---|---|---|---|---|
| G. Alvarez #04 | Gas / light-duty | Flat-rate flag | ASE A-series · $34.00/flag hr | Current |
| T. Bishop #08 | Heavy-duty diesel | Hourly + OT | Cummins CMI L1 · $38.50/hr | Current |
| R. Okonkwo #12 | Heavy-duty diesel | Hourly + OT | CMI L1 + ASE T-series · $41.00/hr | Current |
| D. Pratt #17 | Gas / light-duty | Flat-rate flag | ASE A1–A5 · $27.50 → $30.00 Aug 1 | Rate change queued |
Replaces the second payroll a store spins up just to pay the diesel bay hourly — and the retro fix when a Cummins cert posts and the rate doesn’t move.
WageTime imports each warranty and customer-pay flag hour split by repair order, so a diesel bay whose warranty share stays high for years still trues up correctly. The 6.7L Cummins powertrain is covered years longer than the gas basic warranty — a five-year, 100,000-mile diesel powertrain term, extended to ten-year, 100,000-mile on recent model years — so a diesel truck keeps generating warranty flag hours long after a gas truck would be customer-pay. Warranty book times run tighter than customer-pay, so that long tail drags a diesel tech’s effective rate toward the minimum-wage floor more often, and WageTime tests every flat-rate tech against the floor each period and writes any shortfall as a documented true-up before the check goes out. Recall campaigns — the CP4 fuel-pump recall most sharply — import as their own warranty flag operations and route to the diesel-cert techs cleared to do them. Tell us your DMS on the demo and we’ll confirm the exact flow for your setup.
| Tech | Line source | Warranty flag | Customer-pay flag | Effective vs floor | Status |
|---|---|---|---|---|---|
| T. Bishop #08 | Cummins powertrain + CP4 recall | 41.0 | 12.5 | $38.50 hourly | Ready |
| R. Okonkwo #12 | Cummins diagnostics + recall | 34.2 | 18.0 | $41.00 hourly | Ready |
| G. Alvarez #04 | Gas warranty + customer-pay | 9.4 | 58.6 | $31.10 | Ready |
| D. Pratt #17 | Gas warranty-heavy fortnight | 22.8 | 21.0 | $13.90 below floor | True-up $214.60 |
Replaces the assumption that a diesel truck stops generating warranty flag hours at 36 months — and the by-hand true-up nobody runs until a claim shows up.
WageTime runs a commercial pay plan and a retail pay plan in the same close, so the fleet desk settles on flats and minis while the floor settles on percentage — no second system, no side sheet. Commercial and fleet trucks carry thin gross, so the desk is paid a flat per-unit or a guaranteed mini rather than 20–30% of front-end gross, often on a base salary plus a per-unit amount; WageTime computes each plan on its own terms and pays them together. Because a manufacturer On The Job upfit or graphics allowance — often up to $1,000 — passes through a commercial deal without being front-end retail gross, it stays out of the base the percentage is computed on, so a pass-through incentive never inflates a check. Unit minis, volume tiers, draw offsets, and threshold flags all apply, and recovery from a final paycheck is blocked where state law prohibits it.
| Person | Desk | Units | Basis | Commercial pay | Status |
|---|---|---|---|---|---|
| Dana W. | Commercial / fleet | 11 | Base + $200/unit flat | $2,200.00 + base | Ready |
| Marco L. | Commercial / fleet | 7 | $200/unit flat | $1,400.00 | Ready |
| Ivy R. | Retail floor | 12 | 25% of front-end gross | $4,120.00 | Ready |
| Priya N. | Commercial / fleet | 3 | $250 mini (thin gross) | $750.00 | Mini applied |
Replaces the second spreadsheet the commercial manager keeps — and the overpaid check when an upfit allowance slips into the commissionable gross.
WageTime books commercial prep and delivery labor as its own pay bucket — flat fees or hourly, W-2 or 1099 — settled on the same run as everything else and kept out of the retail commission math. ProMaster vans and chassis-cab units go out through upfitters on ship-thru, or arrive as incomplete vehicles the store finishes and PDIs, and fleet units are often moved by courtesy delivery or drive-away. That’s real labor — upfit coordination, commercial PDI, and a flat drive-away fee — that a retail commission plan has no line for. WageTime pays a drive-away driver a flat fee whether they’re a W-2 employee or a 1099 contractor running alongside your W-2 people, with each worker classified correctly, and posts finished payroll to QuickBooks mapped by department so commercial labor reads cleanly. Off-cycle runs cost nothing extra, so a delivery fee doesn’t wait for the next scheduled payroll.
| Person | Task | Pay type | Amount | Class | Status |
|---|---|---|---|---|---|
| J. Rivas | ProMaster upfit coordination + PDI | Hourly | 6.0 hrs | W-2 | Ready |
| K. Two Bears | Chassis-cab ship-thru finish-out | Flat prep fee | $120.00 | W-2 | Ready |
| L. Byrd | Courtesy delivery · 2 units | Flat fee | $300.00 | 1099 | Ready |
| P. Osei | Courtesy delivery · 1 unit | Flat fee | $150.00 | 1099 | Ready |
Replaces the accessory-manager’s side sheet of who prepped and who drove — and the delivery fee that gets paid a month late because it wasn’t a sale.
Both on one payroll. WageTime runs flat-rate flag hours for the gas and light-duty bays and hourly, overtime-eligible pay for the heavy-duty Cummins diesel bay, applying the right overtime and regular-rate math to each. Rates bind to certifications with effective dates, so a Cummins CMI-cert-tied diesel rate sits alongside the shop’s standard ASE rates without a second system.
Yes. The 6.7L Cummins powertrain is covered years past the gas basic warranty, so diesel warranty flag hours keep landing and the warranty-vs-customer-pay split stays warranty-heavy far longer. WageTime imports that split per repair order, trues flat-rate techs up to the wage floor each period, and routes recall flag hours — the CP4 fuel-pump campaign included — to the diesel-cert techs cleared for the work.
WageTime runs a commercial pay plan beside the retail one in the same close. Fleet units settle on a flat per-unit or a guaranteed mini, often on a base salary plus per-unit amount, while the floor settles on percentage of front-end gross — computed on their own terms and paid together, with unit minis, volume tiers, and draw offsets applied to both.
A manufacturer upfit or graphics allowance stays out of the commissionable base. It passes through a commercial deal — often up to $1,000 — but isn’t front-end retail gross, so it isn’t part of the base WageTime computes the percentage on. The allowance still shows on the deal; it just doesn’t inflate the salesperson’s gross-based pay.
Ship-thru prep and drive-away pay as their own bucket, apart from retail commission. Upfit coordination and commercial PDI can pay hourly, finish-out and drive-away can pay a flat fee, and a courtesy-delivery driver can be a W-2 employee or a 1099 contractor on the same pay day — each classified correctly. Everything settles on one run, and off-cycle runs cost nothing extra.
Pricing is $50 per company per month plus $10 for each person paid that month — no long-term contract, cancel anytime. Payroll runs are unlimited, so an off-cycle delivery-fee or final check costs nothing extra, and each rooftop files under its own EIN, deposits included. Switching is full-service and paid: a specialist configures your entities, pay plans, and people; after go-live, support is real people, around the clock.
A warranty-heavy fortnight of Cummins diesel flag hours, the commercial desk’s flats and minis, the upfit allowances, and the drive-away fees off the side sheet. Twenty minutes with a payroll specialist on a live demo store — bring the diesel timecards and the fleet deals, and you’ll know inside the meeting whether it carries your comp plans.
Book a 20-minute demo